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A reasonable accommodation is an adjustment made in a system to accommodate or make fair the same system for an individual based on a proven need. That need can vary. That need can vary. Accommodations can be religious, physical, mental or emotional, academic, or employment-related, and law often mandates them.
A reasonable accommodation is a change in the way things are typically done that the person needs because of a disability, and can include, among other things, special equipment that allows the person to perform the job, scheduling changes, and changes to the way work assignments are chosen or communicated. [20]
Pregnant Workers Fairness Act; Long title: To eliminate discrimination and promote women's health and economic security by ensuring reasonable workplace accommodations for workers whose ability to perform the functions of a job are limited by pregnancy, childbirth, or a related medical condition.
In the United States, workers become eligible for reasonable accommodation through the Americans with Disabilities Act of 1990 after they disclose to their employer that they have a particular medical condition. [5] Because neuroatypical conditions are often not understood or recognized, employers may not provide neurodiversity accommodations. [5]
Accommodation has its original meaning of a legal obligation entered into as a gratuitous favor without consideration, such as a signature guaranteeing payment of a debt. This is sometimes called an accommodation endorsement. [1] Its meaning has expanded to encompass a broader range of supportive actions, especially in terms of contracts and ...
In addition to the right to sit, the EEOC recognizes that workers have a right to "standing for those that require sitting as a potential reasonable accommodation under the ADA" and that the federal Pregnant Workers Fairness Act protects the right of pregnant workers to request "standing in jobs that require sitting" as a reasonable accommodation.
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[1] [2] It also required employers to make reasonable accommodation for the religious practices of employees. [ 3 ] The employment provisions of the 1964 Act only applied to firms with 25 or more employees; the 1972 Act extended that to firms with 15 or more employees. [ 4 ]